How to Deal with Employees Who Complain about Other Employees

Dealing with employee complaints about co-workers can be a tricky situation for employers to handle. In this article, we will discuss the steps employers can take to handle complaints from employees who complain about other employees.

Step 1: Address the Situation

It is crucial to understand that when an employee complains about a co-worker or reports an incident, they are seeking help from their employer to address the issue. The first step in handling the complaint is to provide a listening ear, acknowledge their concerns, and take their complaint seriously. By doing this, you are showing the employees that you value their input and are committed to creating a safe and harassment-free work environment.

During the conversation, you should encourage the employee to provide as much detail as possible about the incident and listen attentively, without interrupting or dismissing their concerns. Try to get a clear understanding of what happened, when it happened, how it happened, and if there were any witnesses. This information can help you assess the severity of the situation and determine the best course of action.

It is also essential to ask the employee how they would like you to handle the situation. This approach gives the employee a sense of control and empowers them to be a part of the solution. If the employee is unsure about what to do, offer suggestions while acknowledging that ultimately, the decision is up to them.

Remember, as an employer, it is your responsibility to ensure your employees feel respected and heard. By taking employee complaints seriously and providing a safe and supportive work environment, you not only foster a respectful workplace culture but also create a sense of trust and loyalty among your employees.

Step 2: Don’t Do Nothing

Ignoring complaints from employees can have serious consequences for the workplace. It can lead to a toxic work environment where tensions, conflicts, and dissatisfaction become widespread. When complaints are overlooked, employees may feel unheard, undervalued, and unsupported, which can significantly affect their morale and motivation to work.

Furthermore, failing to address complaints can negatively impact the overall company culture. It sends a message that management is not proactive in addressing issues and fostering a healthy work environment. This lack of action can erode trust between employees and management, leading to decreased productivity and an increase in turnover.

Additionally, grievances that are not properly handled may escalate and result in legal implications, damaging the company’s reputation and financial stability. Ignoring complaints can be seen as a sign of negligence and may result in lawsuits, investigations, or damage to the organization’s brand image.

To prevent these negative outcomes, it’s crucial for employers to prioritize listening to and addressing employee complaints promptly and efficiently. This includes implementing a fair grievance procedure, conducting thorough investigations, and providing appropriate support and resolution. By taking complaints seriously and actively working towards resolving them, employers can foster a positive work environment, improve employee morale, and strengthen the company culture.

Step 3: Talk to the Complainer

When an employee consistently complains about a coworker, it is important to investigate the situation further. While occasional complaints are normal in any workplace, constant complaining may indicate deeper underlying issues that need to be addressed.

Arrange a private meeting with the employee who has been consistently complaining. During this meeting, approach the conversation with an open mind and ask open-ended questions to encourage them to express their concerns and feelings in detail. Give them the opportunity to freely discuss the issues they are facing without interruption or judgment.

By actively listening to the employee, you can identify the root cause of their complaints. It might be that the coworker’s behavior is genuinely problematic, or there could be misunderstandings or miscommunications at play. Understanding the underlying issues will help you determine the necessary steps to resolve the situation effectively.

During the conversation, offer feedback on alternative ways to handle their co-worker’s behavior or address their concerns. Provide guidance on effective communication techniques or conflict resolution strategies. By equipping employees with the skills to handle workplace conflicts constructively, you can empower them to take a proactive approach in resolving their problems.

Additionally, you might explore whether there are any larger organizational issues contributing to the complaints. For example, inadequate training, unclear policies, or a toxic work culture can create an environment conducive to conflicts. Identifying and addressing these systemic issues will help prevent similar complaints from arising in the future.

Remember, the goal of this conversation is to address the employee’s concerns and support them in finding a resolution. By actively listening, providing feedback, and addressing any underlying issues, you can help create a more harmonious work environment for all employees involved.

Step 4: Tell the Complainer Not to Complain to Other Employees

Instructing employees not to discuss their complaints with the coworkers they have complained about is a crucial step in managing workplace conflicts. Encouraging open and honest communication while also setting boundaries can help prevent the escalation of conflicts and maintain a more positive work environment.

When employees discuss their complaints directly with the coworkers they have an issue with, it often leads to a vicious cycle of negativity. It can escalate tensions, create gossip, and damage working relationships. This not only affects the individuals involved but also has a ripple effect on team dynamics and overall productivity.

By instructing employees not to discuss their complaints with the coworkers they have complained about, you establish clear guidelines for conflict resolution. Instead, encourage them to bring their concerns to their supervisor or HR department. This ensures that the complaints are brought to the appropriate channels and allows for a more objective and unbiased assessment of the situation.

Furthermore, this approach helps maintain confidentiality and protects the privacy of both parties involved. It ensures that discussions about the complaint are held in a controlled and professional environment, preventing sensitive information from spreading throughout the organization.

Additionally, it is important to provide employees with alternative avenues for addressing their concerns. This could include suggesting that they utilize the company’s established grievance procedures or encouraging them to seek guidance from their supervisor or HR representative. By offering these alternatives, you provide employees with constructive ways to address their complaints while maintaining a respectful and professional working environment.

Overall, instructing employees not to discuss their complaints with the coworkers they have complained about is an important step in breaking the cycle of negativity and protecting the well-being of all employees involved. It promotes a healthier approach to conflict resolution and allows for a more effective handling of workplace issues.

Step 5: Meet with the Complained-About Employee

When an employee complains about a coworker, it is important to schedule a meeting to understand the perspective of the complained-about employee as well. This step is crucial in gathering all sides of the story and ensuring a fair and thorough assessment of the situation.

During the meeting, approach the discussion in a neutral and non-confrontational manner. Provide the employee with an opportunity to express their perspective and any concerns they may have. Listen attentively to their explanation and ask clarifying questions to gain a deeper understanding of their point of view.

In some cases, you may discover that the situation is a misunderstanding or a miscommunication. Taking the time to listen to the complained-about employee can help uncover any misinterpretations, giving you a more complete picture of what has occurred.

However, it is also important to consider that your conversation with the complained-about employee might reveal instances of bullying or harassment. In such cases, it becomes vital to handle the situation promptly and effectively, ensuring the well-being and safety of all employees involved.

If the meeting highlights any concerning behaviors or potential violations of company policies, it is essential to take appropriate action. This might involve discussing the issue with HR, implementing corrective measures such as training or counseling, or even initiating a formal investigation if necessary.

Remember, approaching the complained-about employee with an open mind and a fair investigation is crucial for maintaining a healthy work environment and addressing any issues that arise comprehensively. By giving the employee an opportunity to share their perspective, you can gather necessary information and ensure a fair resolution to the complaint.

Step 6: File a Complaint

When an employee is unwilling or unable to meet with the co-worker to address their complaints, it is important to take appropriate steps to document and address the issue. In this case, filing a formal complaint with human resources can be an effective course of action.

Formally documenting the complaint is essential, as it provides a written record of the situation. This record may prove useful later on if more substantial action is required to address the issue. It also ensures that clear steps are taken to investigate and resolve the matter.

When filing a formal complaint with HR, it is important to provide as much detail as possible. This may include a summary of the complaint, any supporting evidence (such as emails or witness statements), and any other relevant information.

In response to a formal complaint, HR may decide to launch an investigation. This investigation may involve interviews with the complainant, witnesses, and the complained-about employee. The aim of the investigation is to determine the facts of the case and establish if any workplace policies or laws have been violated.

Based on the findings of the investigation, HR may take a range of actions. This could include mediation between the employees, corrective or disciplinary measures, or even termination of employment. The goal is to ensure that the complaint is resolved promptly and effectively, and any necessary steps are taken to prevent a recurrence.

Overall, filing a formal complaint with HR is an important step in addressing complaints between employees. It enables a structured approach to resolving the situation, and ensures that appropriate measures are taken to resolve the issue. While always being mindful of confidentiality and privacy, formalizing complaints appropriately allows employees to feel heard and valued, and ensures that necessary actions are taken to resolve the issue at hand.

Step 7: Handle the Complaint

As an employer, it is crucial to handle complaints according to your company’s policies and guidelines. These policies should outline the appropriate steps and procedures for addressing complaints in a fair and consistent manner. Handling complaints in accordance with these policies helps ensure a thorough and objective assessment of the situation, promoting a healthy work environment for all employees.

One approach to addressing complaints is through mediation. Mediation involves bringing together the parties involved, along with a neutral third party, to facilitate a constructive conversation aimed at resolving the conflict. The mediator helps guide the discussion, encouraging open communication, understanding, and finding common ground. Mediation can be particularly effective when the issues can be resolved through improved communication or understanding between the parties.

Disciplinary action may be necessary in cases where the complaint involves serious violations of company policies, bullying, harassment, or other forms of misconduct. Disciplinary measures can range from verbal warnings or written reprimands to suspension, demotion, or even termination of employment, depending on the severity and frequency of the behavior. It is important to follow a consistent and transparent process when implementing disciplinary actions, ensuring that employees understand the reasons behind the decision and have an opportunity to respond or appeal if applicable.

Beyond mediation and disciplinary action, it is also important for employers to consider preventive measures and address any systemic issues that may contribute to conflicts. This can involve implementing training programs, workshops, or policies that promote respectful communication, diversity and inclusion, and conflict resolution skills within the workplace.

By following your company’s policies and guidelines, you can ensure that complaints are handled in a fair and consistent manner. This not only helps address individual concerns but also reinforces a positive work culture where employees feel respected and supported. Additionally, taking appropriate action can help prevent future conflicts and maintain a productive and harmonious work environment for all staff members.

Step 8: Follow Up

Following up with both the complainant and the complained-about employee after a complaint has been handled is a critical step in maintaining a positive work environment and preventing future grievances. This process demonstrates to employees that their concerns are taken seriously and that their voices are heard.

Start by reaching out to the complainant to gather their feedback on how the complaint was handled. This provides an opportunity for the complainant to express any lingering concerns, ask questions, or provide insights on their overall satisfaction with the resolution process. Actively listen to their feedback, take it into account, and address any outstanding issues or questions they may have.

Engaging in a follow-up conversation with the complained-about employee is equally important. This step allows for an understanding of their perspective on how the complaint was resolved. In some cases, the employee may have suggestions on how the situation could have been handled differently or how they could improve their interactions with colleagues. This feedback can be valuable in addressing any underlying issues and preventing similar conflicts in the future.

By conducting these follow-up conversations, you establish a feedback loop that enhances your organization’s ability to learn and improve. It demonstrates your commitment to creating a healthy and supportive work environment. Furthermore, it provides an opportunity to reinforce the company’s values and expectations for respectful and professional behavior.

Taking the feedback received through these follow-up conversations into account, you can assess if any further actions or measures need to be implemented. This might involve additional training or coaching for specific individuals or teams, revising company policies and procedures, or fostering a more open and transparent communication culture.

Overall, following up with both the complainant and the complained-about employee is vital in ensuring that the resolution process was effective and satisfactory. It not only helps prevent similar grievances from occurring but also fosters trust, confidence, and engagement among employees by signaling that their concerns are taken seriously and addressed appropriately.


Dealing with employees who complain about other employees requires sensitivity, care, and an excellent communication skillset. The above steps provide employers with a clear structure for handling complaints and promoting a positive work culture.